Vesa Peltokorpi
Biographic Data
| ID | 4149685 |
|---|---|
| NAME | Vesa Peltokorpi |
| GIVEN NAMES | Vesa |
| FAMILY NAME | Peltokorpi |
| SIGNATURE | PELTOKORPI V |
| AFFILIATIONS | Hiroshima University |
| ORCID | 0000-0002-5981-4952 |
| VERIFIED | Yes |
| TOTAL WORKS | 16 |
| TOTAL CITATIONS | 35 |
| WORKS AS AUTHOR | 16 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2011 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 4 |
Career aspirations, networking behaviors, and career‐related outcomes
This paper draws on the career self‐regulation framework to examine the mediating effects of internal networking and external networking behaviors on the relationships between foreign academics' career aspirations and three career‐related outcomes: (1) international career mobility, (2) promotion, and (3) research productivity. This paper also examines the moderating effects of the origin of foreign academics' PhD degrees (domestic vs. foreign) a…
A common identity model perspective on the interactive effects of dual identity in intergroup relations
How can intergroup relations be enhanced in organizations? To address this question, this paper integrates the common ingroup identity model (CIIM) and social identity theory to examine the interactive effects of dual identity on the relationships between host country national (HCN) employees' English proficiency, social interactions, and helping behaviors toward expatriates in foreign subsidiaries. Study 1, using time‐lagged survey data from 706…
When little things make a big difference
Digital international language management
Purpose Technological advancements have compelled international organizations to adopt digital solutions that offer faster, cheaper and more effective global operational methods. One potential application is digital international language management, defined as the implementation, coordination and control of organizational language practices through advanced technological means. In this conceptual article, we aim to establish digital internationa…
On‐ and off‐the‐job embeddedness differentially shape stress‐related reactions to job insecurity
The prevalence of job insecurity is increasing due to technological, geopolitical, and environmental changes worldwide, leading to negative stress‐related reactions and health outcomes for employees and productivity loss for organizations. Despite these consequences, few recommendations exist for how people can effectively cope with perceived job insecurity to mitigate stress‐related reactions. Drawing from resource‐based stress theories, we high…
Foreign language proficiency, career behaviors, and turnover‐related outcomes
While the majority of employees in foreign subsidiaries are host country nationals (HCNs) who use English as a second language in their work tasks, little research focuses on the impact of English proficiency on their career‐related behaviors and outcomes. This paper applies social cognitive career theory (SCCT) to link HCN employees' English proficiency to their career‐related behaviors and outcomes in two time‐lagged studies in foreign subsidia…
Woman's work
Gender role attitudes determine the importance of work–family domains to individuals and how they are influenced by work–family conflict (WFC). In this study, we draw on gender role and social role theories to hypothesize that working mothers' gender role perceptions moderate the relationships between WFC and two outcomes: voluntary turnover (work domain) and feeling valued by one's spouse (family domain). We tested our hypotheses with 14‐month t…
Time to leave? The interaction of temporal focus and turnover intentions in explaining voluntary turnover behaviour
Although turnover intentions are the strongest predictors of voluntary turnover behaviours, many employees who express intentions to leave do not. To explain why some employees translate turnover intentions into behaviour and others do not, this study examines the moderating effect of temporal focus (i.e. the degree to which one thinks about the past, present and future) between turnover intentions and voluntary turnover, using the lens of theory…
The “language” of career success
Job embeddedness and voluntary turnover in the face of job insecurity
Two important contributions to the understanding of voluntary turnover are the ideas that employees become embedded in a net or web of restraining forces on‐ and off‐the‐job and that they experience varying degrees of control and desire that yield proximal withdrawal states explaining turnover motivations. We build on these ideas in two multi‐wave studies to study job insecurity, one of the most common work stressors and top concerns among employ…
The interactive effects of socialization tactics and work locus of control on newcomer work adjustment, job embeddedness, and voluntary turnover
Previous research has tended to focus on general best practices for onboarding organizational newcomers. In this study, we shift the conversation to instead address the question: for whom are certain socialization tactics more or less beneficial? Whereas institutionalized socialization tactics provide considerable structure intended to reduce uncertainty and help newcomers adjust, less is known about whether and how individual psychological diffe…
When more is not better
Work-home and home-work conflict and voluntary turnover
Organizational embeddedness, turnover intentions, and voluntary turnover
To explain why some employees who experience high embeddedness contemplate leaving their organizations and others do not, we examined the moderating effects of employee demographic characteristics (age and gender) and value orientations (individualism and risk aversion) between organizational embeddedness and turnover intentions. Turnover intentions were further expected to increase voluntary turnover. Data were collected from 643 full-time emplo…
The influence of intercultural communication on cross-cultural adjustment and work attitudes
Cultural distance and expatriate job satisfaction
Organizational embeddedness, turnover intentions, and voluntary turnover
To explain why some employees who experience high embeddedness contemplate leaving their organizations and others do not, we examined the moderating effects of employee demographic characteristics (age and gender) and value orientations (individualism and risk aversion) between organizational embeddedness and turnover intentions. Turnover intentions were further expected to increase voluntary turnover. Data were collected from 643 full-time emplo…
The influence of intercultural communication on cross-cultural adjustment and work attitudes
The interactive effects of socialization tactics and work locus of control on newcomer work adjustment, job embeddedness, and voluntary turnover
Previous research has tended to focus on general best practices for onboarding organizational newcomers. In this study, we shift the conversation to instead address the question: for whom are certain socialization tactics more or less beneficial? Whereas institutionalized socialization tactics provide considerable structure intended to reduce uncertainty and help newcomers adjust, less is known about whether and how individual psychological diffe…
Cultural distance and expatriate job satisfaction
Job embeddedness and voluntary turnover in the face of job insecurity
Two important contributions to the understanding of voluntary turnover are the ideas that employees become embedded in a net or web of restraining forces on‐ and off‐the‐job and that they experience varying degrees of control and desire that yield proximal withdrawal states explaining turnover motivations. We build on these ideas in two multi‐wave studies to study job insecurity, one of the most common work stressors and top concerns among employ…
Cultural distance and expatriate job satisfaction
The influence of intercultural communication on cross-cultural adjustment and work attitudes
Organizational embeddedness, turnover intentions, and voluntary turnover
To explain why some employees who experience high embeddedness contemplate leaving their organizations and others do not, we examined the moderating effects of employee demographic characteristics (age and gender) and value orientations (individualism and risk aversion) between organizational embeddedness and turnover intentions. Turnover intentions were further expected to increase voluntary turnover. Data were collected from 643 full-time emplo…
Work-home and home-work conflict and voluntary turnover
When more is not better
The interactive effects of socialization tactics and work locus of control on newcomer work adjustment, job embeddedness, and voluntary turnover
Previous research has tended to focus on general best practices for onboarding organizational newcomers. In this study, we shift the conversation to instead address the question: for whom are certain socialization tactics more or less beneficial? Whereas institutionalized socialization tactics provide considerable structure intended to reduce uncertainty and help newcomers adjust, less is known about whether and how individual psychological diffe…
Time to leave? The interaction of temporal focus and turnover intentions in explaining voluntary turnover behaviour
Although turnover intentions are the strongest predictors of voluntary turnover behaviours, many employees who express intentions to leave do not. To explain why some employees translate turnover intentions into behaviour and others do not, this study examines the moderating effect of temporal focus (i.e. the degree to which one thinks about the past, present and future) between turnover intentions and voluntary turnover, using the lens of theory…
The “language” of career success
Job embeddedness and voluntary turnover in the face of job insecurity
Two important contributions to the understanding of voluntary turnover are the ideas that employees become embedded in a net or web of restraining forces on‐ and off‐the‐job and that they experience varying degrees of control and desire that yield proximal withdrawal states explaining turnover motivations. We build on these ideas in two multi‐wave studies to study job insecurity, one of the most common work stressors and top concerns among employ…
On‐ and off‐the‐job embeddedness differentially shape stress‐related reactions to job insecurity
The prevalence of job insecurity is increasing due to technological, geopolitical, and environmental changes worldwide, leading to negative stress‐related reactions and health outcomes for employees and productivity loss for organizations. Despite these consequences, few recommendations exist for how people can effectively cope with perceived job insecurity to mitigate stress‐related reactions. Drawing from resource‐based stress theories, we high…
Foreign language proficiency, career behaviors, and turnover‐related outcomes
While the majority of employees in foreign subsidiaries are host country nationals (HCNs) who use English as a second language in their work tasks, little research focuses on the impact of English proficiency on their career‐related behaviors and outcomes. This paper applies social cognitive career theory (SCCT) to link HCN employees' English proficiency to their career‐related behaviors and outcomes in two time‐lagged studies in foreign subsidia…
Woman's work
Gender role attitudes determine the importance of work–family domains to individuals and how they are influenced by work–family conflict (WFC). In this study, we draw on gender role and social role theories to hypothesize that working mothers' gender role perceptions moderate the relationships between WFC and two outcomes: voluntary turnover (work domain) and feeling valued by one's spouse (family domain). We tested our hypotheses with 14‐month t…
When little things make a big difference
Digital international language management
Purpose Technological advancements have compelled international organizations to adopt digital solutions that offer faster, cheaper and more effective global operational methods. One potential application is digital international language management, defined as the implementation, coordination and control of organizational language practices through advanced technological means. In this conceptual article, we aim to establish digital internationa…
Career aspirations, networking behaviors, and career‐related outcomes
This paper draws on the career self‐regulation framework to examine the mediating effects of internal networking and external networking behaviors on the relationships between foreign academics' career aspirations and three career‐related outcomes: (1) international career mobility, (2) promotion, and (3) research productivity. This paper also examines the moderating effects of the origin of foreign academics' PhD degrees (domestic vs. foreign) a…
A common identity model perspective on the interactive effects of dual identity in intergroup relations
How can intergroup relations be enhanced in organizations? To address this question, this paper integrates the common ingroup identity model (CIIM) and social identity theory to examine the interactive effects of dual identity on the relationships between host country national (HCN) employees' English proficiency, social interactions, and helping behaviors toward expatriates in foreign subsidiaries. Study 1, using time‐lagged survey data from 706…
Psychology (12 works) · Social Psychology (12 works) · Economics (9 works) · Gender Diversity and Inequality (8 works) · International Student and Expatriate Challenges (8 works) · Job Satisfaction and Organizational Behavior (8 works) · Management (8 works) · Sociology (8 works) · Job satisfaction (7 works) · Turnover (7 works)